The Carnival of HR: The Jukebox Edition

I have a vague memory of an email that told me I needed to get a post in for the August 18th edition of the Carnival of HR. Well guess what, that is what it remained .... a vague memory. But that does not stop me from promoting it. The blog Welcome to the Occupation  is hosting this Carnival. You will find in it a creative assortment of blog posts described as a musical genre. Interesting and of course it includes many of my favorite bloggers. Haun, Eubanks, VanDervort, Elkinberry, McCarthy, Boese, Stelzner, McFarlane, Ruettimann, Martin and many more.

So click the link, put in a nickel (well that is what it still costs at Waffle House) and "play" some good blog posts. Enjoy!

Carnival of HR: Mid-April Edition

Well some how I missed it.. But upon finding it I wanted to point it out to you. The "Not So Corporate HR Carnival" was published at the ImSoCorporate blog site. The topics of the 30 blogs posted cover the gamut from social media to workplace humor and songs about work. In between are posts on 360 reviews, leadership, myths of productivity, technology, compensation and labor.

It is this last post, by Mike Vandervort, that I want you to pay attention to. I was going to do a post on this as well but Mike says it so well I would just be redundant. BUT THIS POST HAS SIGNIFICANT INFORMATION IN IT. SO READ IT! Here is the special link to Life Under the New National Labor Relations Board. This new "life" will not be fun, it will not be easy and it may be expensive if you do not heed the warnings contained here in.

GINA is Here: Complying With "HER" Regulations

Ok, I know that I took some liberties with "Geena" to match "GINA" in sound, but hey, it is Monday morning. GINA, or the Genetic Information Nondiscrimination Act went into effect on Saturday and as of that date employers must comply with Title II of the act. (Title I is a requirment for insurance companies to comply with the act.) I hope everyone was proactive and downloaded the poster to put up showing that you are complying with the new law.

The law firm, SeyfarthShaw, in one of their alerts listed the things that employers must do to be able to work within the confines of the law. Their advice includes:

• Conducting self audits, adjusting policies and conducting training.
• omitting genetic information from post-offer, pre-employment health history examinations and/or questionnaires;
• updating policies to prohibit discrimination based on genetic information;
• adding claims of “genetic discrimination” to waivers and releases where appropriate;
• and segregating lawfully-acquired genetic information from personnel files.

For those of you that would like to read SeyfarthShaw's entire announcment can click on here. For additional information you may also read my August 4th post and my May 24, 2008 post where I give more information about complying with GINA, including the Child Labor provisions.

On a different note, as a holiday bonus the Carnival of HR, hosted by Mike VanDervort at The Human Race Horses blog  is asking all contributors to designate a charity to which they would like readers to donate at this time of year. There are so many that would could be on my list to ask you to make a donation to, but I have a personal connection that compels me to designate the National Multiple Sclerosis Society. Clicking on the MS Society link will take you to the donation page.